The answer to the point about the virtual address should briefly explain that the kind of work your employees were doing could be done remotely and that you were able to supervise them.suvalike wrote:AS per with the above point they also raised the below point.suvalike wrote:Thanks for the input.sm12 wrote:The answer to this one would depend upon why you use a virtual address and also what kind of work the two staff members do? Maybe you can list your reasons here so that we can offer better advice.
Among other reasons, I would imagine one reason would be the cost advantage. You can explain this and also that for a start up, spending your resources on a lease/rent would have been too expensive. If you live in an area where renting is very expensive, you can mention this. Moreover, by not having an office, your cost savings can also enable you to charge more competitive prices.
If the word limit permits, you can discuss other factors. For instance, you could discuss how having a virtual address also means that you do not need to worry about the legal aspects of making your home a registered address.
You could briefly talk about the work each of your employees does and explain that the kind of work can be done remotely and does not require an office/premises. You can strengthen your argument by discussing how you work as a team with your staff and coordinate your work.
We do provide the IT services and consultancy.The reasons for the virtual office were same as you said cost effective and most of the work could be done remotely. I spend most of the time on the clients site.So there was no need of the physical office but we had the shared desk space and did have meentings whenever required.So it was not 100 cent virtual.There was facility of having the meeting room and have the work desk whenever needed on PAYG basis.
One employee do the Admin role and other operations role.
The one who does the admin role was responsible for drafting the contracts for clients and co-ordination with the clients and a bit of social media marketing.
The other employee was working as a help desk support e.g resolving the client tickets and queries remotely and forwarding me the complex or 2nd tier issues.So we do have monthly and sometime weekly meetings in our office.
Please advise how to respond this as well while considering the above point altogether:
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Employee - XYZ
The payslips and P6O's you provided for your employees XYZ show her home address is in Luton. It does not appear to be plausible that xyz would choose to work for you in an admit' role on minimum wage (q34) when she lives in Luton and your business premises are in London.
When you were asked at interview to explain why you are employing someone who lives in Luton when you are based in London you stated "She lives in London, the Luton address is her registered permanent address". When asked what her London address was you stated "I do not remember". When you were asked if she worked from the business premises you stated "sometimes it is 50/50" (q35), you also stated that sometimes she works from home and sometimes in the office (q36).
It is does not appear to be plausible that xyz would work in a full time admin role in London on 7.20 per hour when her permanent address is in Luton. You stated at interview that xyz spends around 50 % of her work doing her admin duties from her London home (q40), but you could not remember her London address. It is not plausible that she would be working at her London home address for this period of time, but that you would not know the address. It also does not appear to be plausible that xyz could afford to have a home address in London and a permanent address in Luton when she is only paid £7.20 per hour.
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I never said it in interview that she works 50/50 but i did say to them that she works sometime from home and whenever needed from the desk in the office.i could not understand why do i need to know my employee home address when she might be staying with friends/cousins.Our requirement was to have her address which she gave for the PAYE purpose.
Zimba , sm12 and others seniors , please advise me how can i satisfy them with the above tricky point.
As for this one, you could state that you know her address but that you did not remember it fully as you do not regularly use for PAYE. If you have a record of the address then you can mention that you have it with you. Also, you can say that she visits the office when she has to meet you and not vice versa so there was never a requirement for you to visit her at that address.
You should also state that at the interview, you stated that your employee visits the office as and when required, and that you did not say that she does half her work at the hired desk, as the kind of work she is doing (drafting contracts, etc) can be done remotely and then sent to you for approval/consideration.
Does your employee live in Luton but rents a room in London? How does it work?
If she is staying with her relatives in London, for example, then you could say that Ms. XYZ lives in London with her cousin/relative, and therefore she does not need to pay the rent of a house in London (i.e. the affordability problem does not arise).
Or if she rents a room, then you could say that she is not renting a flat but a room, which is more affordable. Many people who stay in rooms and/or are new to London often tend to change their residence often, so perhaps that is the reason that she wanted to give a fixed address in Luton. You should check with her what the reason is, and on that basis make it clear how it works with her.
I'm not sure why HO raised the point about why she would want to work in London. There are many people who have moved to London and are working on low wages because there are few jobs available in their hometowns due to the the economic downturn. I'm just speculating that this might be the case. Only your employee can give the reason for her stay in London and opting to work here, so perhaps you should check this with her along with the question about her housing.
